We have devoted an entire series of blogs to the book, “Measure What Matters,” by John Doerr. “Measure What Matters,” Doerr’s TED Talk on Setting the Right Goals, and Rick Klau’s YouTube on How Google Set Goals have each done a great deal to popularize the methodology.
Our “Measure What Matters” blogs follow Doerr from his days at Intel learning OKRs from Andy Grove, through his introduction of OKRs to Google, the SuperPowers of OKRs, and case studies of other successful OKR executions.
In his 2018 NY Times bestseller, “Measure What Matters,” John Doerr relates that as the OKR (Objectives and Key Results) methodology continues to gain popularity, more companies are, “adopting robust, dedicated, cloud-based OKR management software.”
Television commercials, YouTube videos, TED Talks, even everyday conversation today seems to be filled with references to “What Matters Most.” The phrase works for any number of applications. We think this focus on What Matters originated with John Doerr’s 2018 NY Times bestseller, “Measure What Matters.”
As enticing as the title may be, we first need to establish the best goal setting and tracking methodology. In our book, as it is in John Doerr’s New York Times bestseller, “Measure What Matters,” that methodology is OKRs (Objectives and Key Results).
When first implementing OKRs (Objectives and Key Results) many of our clients have difficulty in identifying the most effective initial Objectives. “How do we set the right corporate goals” is one of the most frequently asked questions of our Customer Success Managers during the onboarding process.
In the OKR (Objectives and Key Results) space, software providers have followed one of two very different paths. Several providers have focused their platforms and services on the CFR (Conversations, Feedback, and Recognition) adjunct to OKRs.
In our ongoing “You Asked & We Answer” blog series we’re addressing the role of the Chief Strategy Officer in 2019. As the CSO, your responsibilities include determining the organization’s strategic planning process, while achieving greater transparency, engagement, and accountability throughout the company.
In this edition of “You Asked & We Answer” we’ll provide examples of OKRs you can use to accelerate growth in your company in 2019. These OKR examples, when implemented properly can serve as a launching pad for success in the new year.
Many of our clients and potential clients have previously used a SMART goal framework to execute strategy. Their first question of us is typically, “What is the difference between SMART goals and OKRs.”
Invariably, when working with new clients, their first questions are:
“How do we get started setting Objectives?” “What makes the most effective initial OKRs?” “Do you have examples of good OKRs for our various departments?”
Looking for inspiration when setting your initial OKRs? When onboarding new clients, one of their first questions is, “Do you have examples of good OKRs?” In this article, we’ll provide examples of corporate goals for a B2B company and illustrate how they might cascade throughout the various departments in an organization.
In this article, we’ll define the SMART goal setting approach, explain how to use SMART goals, and provide practical examples. Interwoven in the examples will be the best practices in implementing the protocol.
CEOs realize that failure to align their organizations, and the lack of employee engagement, are two of the most significant challenges to executing their strategies. So, what is the best goal setting approach?
In this article, we’ll contrast SMART goal setting and OKRs. We’ll define both protocols for you, and then explore the similarities of the frameworks, and how they differ. It should be noted SMART goals are an integral part of the evolution of OKRs.
OKRs (Objectives and Key Results) work exceedingly well in high tech companies where agility and teamwork are crucial. They also perform very well in other sectors. Read on for Examples of OKRs for a Banking or Finance company.